Discrimination and Harassment

Discrimination and harassment claims often increase in a down economy. Learn the proper techniques for conducing proper workplace harassment investigations, providing sexual harassment training, and more to reduce claims of employment discrimination and preventing sexual harassment in the workplace.

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Some employers’ policies are stricter than others, such as zero-tolerance policies against theft. But it’s more important how you apply your policy than what the policy says ...

Expect a call from an employment lawyer when a disgruntled employee is fired. If the axed employee belongs to a protected class (race, sex, disability, etc.), expect more than a call ...

When it comes to hiring and promotions, one of the quickest paths to the courthouse is relying heavily on a person’s subjective qualifications when objective measures point to a better candidate ...

When a co-worker launches a harassment campaign, you must act fast or risk a hostile-environment lawsuit. That means all your managers must know the drill to follow the moment they get wind of harassment ...

Q. When, if ever, can our company legally ask an applicant about his or her religious affiliation? —R.M., Illinois

When deciding whom to promote, make sure you're using an impartial selection process to pick the best candidate. That's the only way to stay on safe legal ground ...

When you're thinking about discharging a problem employee, consider running a criminal background check. In many cases, discovering a serious crime conviction can provide additional justification ...

Think your managers and supervisors could use a refresher course on complying with the Americans with Disabilities Act? Contact EEOC Pennsylvania, which offers free seminars at its regional offices ...

More organizations are establishing mandatory arbitration agreements that require employees to arbitrate employment disputes rather than go to court. But if you're considering such agreements, make sure they contain language that covers events that occurred before you put the arbitration policy in place ...

When employees complain about a sexually hostile environment, it pays to remedy the situation … fast. That’s true even if you don’t believe the actions would amount to illegal harassment ...

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